BrightPay is a simple but powerful payroll software package that makes managing payroll quick and easy. It's designed for small to medium sized businesses, accountants and other payroll bureau providers.
BrightPay has everything you need to manage payroll. It just works. It's easy to learn and use. It looks great. It's priced fairly with no hidden costs. Phone and email support is 100% free.
When payroll gets complicated, BrightPay makes it simple. It has been built from scratch with a continual awareness of elegant, clutter-free user interface design. You'll feel right at home.
If we were to list all of the payroll software features offered by BrightPay here, you'd have a lot of scrolling to do. Rest assured that it delivers it all, and delivers it well.
Our payroll software does not set a limit on the number of employees you can add to your payroll. And there are no confusing price brackets that depend on the number of employees you have.
The Bureau version of BrightPay is the perfect way to manage payroll for several employers. There is no limit on the number that can be set up and no confusing pricing structures.
Starters, leaves, year end, and Revenue payments. BrightPay will guide you through the process of creating ROS compatible P45, P46, P45 Part 3, P35 and P30 files.
In BrightPay, any employee (or group of employees) can be individually reverted back or progressed forward in the payroll year at any time. It's super flexible yet safe and simple.
Payslips can be emailed or exported to PDF at the click of a button. They can also be printed on A4 or A5 paper (blank or Thesaurus stationery). Handy customisation options let you do what you need.
As you enter payments, additions and deductions for your employees, a live payslip preview will automatically update to show you the calculated payslip values quickly and clearly.
BrightPay supports weekly, fortnightly, 4-weekly and monthly payroll. The payroll screen gives a clear overview of all periods together and any period can be quickly accessed with one click.
Is an employee starting or leaving? Has an employee recently turned 66? BrightPay will let you know what is happening when and remind you what to do.
Each employer set up in BrightPay requires a password to save and open. The payroll software stops you from performing actions which would invalidate or corrupt your payroll data.
Our payroll software allows you to recall, view and analyse all your payroll data. Multiple reports can be opened together, saved or favourited, exported in popular formats, and printed.
1. Know exactly what you are looking for in a candidate
Before making a hire, you should have a clear idea of what you want from your new employee. Profile to make sure that you get a true reflection of the interviewee, they should be well prepared and confident. If they are nervous you may not see what they can bring to your organisation. Therefore, make sure that all applicants know what to expect. Will there be 1 interview or 2? Will there be an assessment or a presentation? If the applicants are prepared they will feel more relaxed and at ease. Profile your ideal candidate so you can then target your search more effectively. This can be done by looking at your best employees and what makes them successful. When it comes to interviewing candidates have specific questions prepared that prove they are the correct person for the job.
2. Don’t rush the hiring process
Don't rush the process. Take the time to find a candidate with the right skill set and experience level. If you are eager to fill a vacancy, it’s easy to rush the hiring process. However quick fixes rarely work out and it you are in any way doubtful of a candidate trust your gut and do not hire them. Recruitment must be focused on the long-term benefits for your company. A bad hiring decision means you are likely to fill a position twice before finding the correct person.
3. Widen your search criteria
Think outside the box when seeking job applicants. Don’t just rely on job boards. While they have their value, it’s worth extending your search beyond these. Social media gives companies a low-cost way to publicize jobs to thousands or millions of people. Instead of blasting out job ads on your company’s main Twitter feed, Facebook page or LinkedIn profile, set up a separate page that is dedicated to career seekers. You’ll get better returns, and avoid spamming your followers with irrelevant information.
On Facebook, for example, companies can create a separate “jobs” tab on the main company page. This strategy allows you to target open positions only at candidates who are actively looking for a new job. LinkedIn, on the other hand, can help you generate targeted leads by utilizing current employees as brand ambassadors. Ask employees to promote job positions on their own pages to extend your reach to candidates in the same industry or with the same skill set.
4. Give a comprehensive job description and company profile
A clear and comprehensive job description is key to attracting candidates who fit well with the role you’re working to fill. Before embarking on this process, you will need to have developed a clear sense of the role, responsibilities, and qualifications for the position you wish to fill. Once your team has clarified these dimensions, you can begin to craft the job description.
5. The most experienced may not be the best fit for your company
While you want to employ someone who can hit the ground running, the candidate with the most experience isn’t automatically a better hire than someone more junior. Those falling short on experience are often seeking a new challenge and are enthusiastic to prove themselves. Bear this in mind and that it may be worth your while to hire on potential rather than experience.